Over the past few years, business organizations have had the need to keep their employees well motivated and have them remain motivated. This process of employee motivation can be described as the level of creativity and commitment employees bring forward on their respective positions. For this reason, managers need to constantly motivate their so as to ensure that they remain in a particular direction where you need them to be. Notably, employee engagement is another vital factor for the success of a business. Employees need to feel that they are considered and especially during organizational decision making process. This article will discuss the various employee engagement activities, ways to improve employee satisfaction, and employee motivation.

Employee satisfaction and strategies to improve employee satisfaction

Employee satisfaction, which can also be termed as employee satisfaction refers to how much employees are content with their particular job environment. Measuring employee satisfaction is quite simple. This can be done through regular employee satisfaction surveys conducted internally in an organization. In most cases, such surveys address matters such as management perceptions, compensation rates and the flexibility of the job (Walker, 2012). However, this process is not advised for all organizations as the results might affect the organization negatively and for that reason, most organizations fail to conduct the exercise.

Employers are advised to find ways in which their subordinates can have a flexible schedule and a stable environment to perform their day to day schedules. Through this, employees get to feel content with their current working plans and this brings about employee satisfaction. Employers in human resource management organizations may consider using various employee satisfaction strategies. They include, employers encouraging their employees to socially interact with other organizations.  Managers can do so by encouraging a suitable office arrangement so as to foster communication among them. Second, creation of an organizational growth atmosphere such as increased wages and promotion could bring about satisfaction to the employees. Other strategies include promotion of a good health program within the organization and giving employees more control over their jobs (Murray, Poole & Jones,2006).

employee engagement

Employee engagement and ways to improve employee engagement

Employee engagement refers to an organizational adhesiveness brought about by the existence of using the required conditions for all employees, to give their best every day.  An organization exercising employee engagement portrays has their employees portraying characteristics such as; they are committed to their organizational goals and values, they perform their duties with little or no supervision and. their individual productivity levels are equally high (Garber, 2013). Employee engagement is an important and vital function for the success of businesses. This is due to the following outlined reasons.

First, the process yields increased individual productivity levels in an organization. Additionally, in an organization where employees are well engaged, employee turnover rates are likely to be minimal as not many employees are willing to quit. This is because they portray a positive attitude brought about by the organizations satisfaction when performing their duties. Finally, such employees are likely to communicate often with their employees and their colleagues, they tend to be philanthropic thinkers and hence more creative as compared to those employees who are not engaged (Kruse, 2012).

Employee motivation and ways to keep your employees motivated

There exist various different methods of employee motivation. As a great leader you need to lead by example in your organization. For this reason, there exist various ways through which employers can keep their employees motivated and focused in their duties. Employee motivation is the internal drive by organizational leaders towards their employees to bring forward the necessary efforts and actions towards activities related to work (Garber, 2004).  Researchers recognize motivation as the key factor towards an organizations overall productivity levels.

The organizational senior staff can motivate their employees through the following methods. To begin with, a manager’s commitment to his job can be of great inspiration to his employees, leadership itself is enough motivation to employees. Leaders who share their goals, visions, optimism, are self-driven and a good communicator serves as a motivational factor to his subordinates. Second, appreciation of employees through job incentives, job promotions and salary increment encourages individuals to persistently work towards the achievement of organizational goals and their growth visions will be accomplished (Podmoroff, 2015). Finally, involving your employee’s during vital functions such as the decision making process only proves how much a team worker you are. As a leader, leading by example is always the attainment of organizational goals.

employee retention strategies

Employee retention strategies

An increase in business organizations bring about increased turnover rates especially in company’s where employees offer great performance but with little pay. Due to such reasons, employers need to have employee retention strategies in order to avoid turnover rates. An employee retention plan can be described as the various strategies introduced in a company aimed at monitoring turnover rates in different departments. Employers need to constantly assure their employees that they are appreciated and each individual receives fair treatment.

An effective employee retention program addresses majority of the above listed concerns. Notably, employee retention programs include strategies such as, exercising new hire orientation program where new and existing employees get motivated through mentorship programs. Through constant communication between employees and employers, a bond is formed and employers on the other hand get to learn of key issues affecting their employees and thus work towards improving on the problems (McCooey, 2010). Third, emphasizing teamwork between workers is a vital strategy as it boost employee morale and therefore helps the business organization to achieve its goals.


In conclusion, employee motivation, engagement and satisfaction are all important factors in organizations. It can be noted that organization has higher productivity levels where employee motivation, satisfaction and engagement exists. Notably, income rates in such organization tend to be higher when compared to organization lacking any of the three basic qualities. It is therefore important for all business managers to employ these in their organizations and as a result tremendous improvement in areas such as increased revenues, better employee relation, increased employee productivity levels and increased communication between the management and the employees. Finally, employee turnover rates will tremendously reduce as a result. This will therefore foster long lasting bonds between the management and its employees.


Walker, S. (2012). Employee engagement and communication research: Measurement, strategy, and action. Philadelphia, Pa: Kogan Page.

Murray, P., Murray, P., Poole, D., & Jones, G. (2006). Contemporary issues in management and organisational behavior. South Melbourne, Vic: Thomson Learning.

Garber, P. R. (2013). The manager’s employee engagement toolbox. Kruse, K. (2012).

Kruse, K. (2012). Employee engagement 2.0: How to motivate your team for high performance : a “real-world” guide for busy managers. S.I.: Kevin Kruse.

Garber, P. R. (2004). 99 ways to keep employees happy, satisfied, motivated and productive. Old Saybrook, CT: Business & Legal Reports.

Podmoroff, D. (2015). 365 ways to motivate and reward your employees every day with little or no money.

McCooey, D. (2010). Keeping good employees on board: Employee retention strategies to navigate any economic storm. Garden City, New York: Morgan James Pub.    


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